How long to keep Osha 300 Logs Form 2024

How long to keep Osha 300 Logs Form: What You Should Know

Yes. Employers must send OSHA the following information: The name of each employee who has worked on the establishment when the injury or illness occurred The first and last names of all employees who were involved in the incident. Signature of the head of each department or office at the time of the incident The name and location of the facility at the time of the incident When the employee was employed at the establishment during the period of time covered by the Log and Summary, and The year in which the injury or illness occurred If the employer has been found liable in a civil action or Federal prosecution for a violation of the Act, do you have to continue to keep the Summary and Log on file? Any employer who has been found liable in a civil action or Federal prosecution must continue to keep the Summary and List on file until the civil litigation or action is fully adjudicated or closed unless an oral or written notice to the OSHA Inspector General has been filed, in which case the Summary and List will be discontinued thereafter. What OSHA rules apply to these types of records? In the absence of regulations applicable to you, you may comply with the following rules: OSHA Standards §1200.5(a) All other OSHA requirements of subpart D (except for Appendix A) Employer Responsibility Under Section 11(c) of the Act Employees: You have a duty to protect employees from serious, potentially catastrophic injuries and illnesses. Employer: You may not violate the Act. The following is an excerpt from the OSHA Form 700 Record of Occupational Injury/Illness/Death — Employers' Responsibility Under Section 11(c) of the Act (which applies to OSHA inspections, but applies to all workplace investigations): The employee had a serious occupational injury which caused the employee to lose the ability to work, and you were, as an employer, obligated to take reasonable steps to prevent recurrence of this injury. The serious injury or illness had been a factor in the decision by you to employ the employee. In any discipline action, the seriousness of the injury or illness was considered. You were required to assess this record, the OSHA inspection report, the written notice given to you by OSHA, the written notice given to the employer, and your compliance with the applicable provisions of law. You also have a duty in connection with the investigation and enforcement of this law.

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